Job Evaluation

For useful Documents like this and Lots of more Educational and Technological Stuff Visit... www.thecodexpert.com

LESSON: 10 Job Evaluation Learning Objectives: 1. To know basic approach to Job Evaluation. 2. To importance of Job Evaluation and its effectiveness. 3. To know the important methods of Job Evaluation. Now friends we will discuss about how jobs used to be evaluated in an organization; if somebody having any idea about it please start explaining it; this can be explained in the following way. Job evaluation is the process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Job is evaluated on the basis of their content and is placed in the order of their importance. It should be noted that in a job evaluation programme, the jobs are ranked and not the jobholders. Jobholders are rated through performance appraisal. “Job evaluation is a process of finding out the relative worth of a job as compared to other jobs” Now, who is going to explain the objectives of job evaluation? The following objectives are derived from the analysis of the above-mentioned definitions: 1) To gather data and information relating to job description, job specification and employee specifications for various jobs in an organization. 2) To compare the duties, responsibilities and demands of a job with that of other jobs. 3) To determine the hierarchy and place of various jobs in an organization. 4) To determine the ranks or grades of various jobs. 5) To ensure fair and equitable wages on the basis of relative worth or value of jobs. In other words equal wages are fixed to the jobs of equal worth or value. 6) To minimize wage discrimination based on sex, age, caste, region, religion etc. How many of you know the principles of job evaluation programme? Job evaluation programme should be implemented carefully. The following…...

Similar Documents

...Job Evaluation Exercise
1. Evaluate the jobs and prepare a job structure based on its evaluation. Assign titles to each job, and show your structure and title and job letter. (This organization places a major emphasis on the important role of teams.)
2. Describe the process you went through to arrive at the job structure. You should also be prepared to discuss the job evaluation techniques and compensable factors used and the reasons for selecting them.
3. Evaluate the job descriptions. What parts of them were most useful? How could they be improved?
4. Questions: does the job evaluation method used appear to affect the results? Do the compensable factors chosen affect the results? Does the process affect the results?
1.
Job A Prepared Foods Team Member
Kind of Work
Provide excellent customer service. Follow and comply with all applicable health and sanitation procedures. Prepare food items: sandwiches, slice deli meats and cheeses. Prepare items on station assignment list and as predetermined. Stock and rotate products, stock supplies and paper goods in a timely basis; keep all utensils stocked. Check dates on all products in stock to ensure freshness and rotate when necessary. Use waste sheets properly, as directed. Operate and sanitize all equipment in a safe and proper manner. Comply with and follow organizational safety procedures. Follow established Weights and Measures procedures. Answer the phone and pages to department...

...Job Evaluation at Whole Foods Market
Deb France
HR 598 Compensation
DeVry University-Keller Graduate School of Management
Introduction
The goal of any company is to attract and retain employees who share their core values. Whole Foods Core Values include selling the highest quality natural and organic products, satisfying and delighting customers, supporting their Team Members (Whole Food Employees) happiness and growth, creating wealth through profits and growth, caring about the communities and our environment, creating win-win partnerships with their suppliers and promoting the health of their stakeholders through healthy eating education. I will take these core values and apply them to the job analysis and prepared job descriptions when determining the job structure at Whole Foods.
Evaluation of Jobs and Job Structure
In looking at the job descriptions provided in the case study, I was able to assign job titles in the following manner:
Job A- Prepared Foods Team Member
Job B- Customer Service Team Member
Job C- Prepared Foods Department Team Leader
Job D- Prepared Foods Supervisor
Job E- Dishwasher
Job F-Customer Service Front End Supervisor
Job G- Prepared Foods Associate Team Leader
Job H- Associate Store Team Leader
Job I-Grocery Retail Team Member
The job structure that I came up with put the above jobs into two categories: Managerial and Store Support. In the Managerial structure I would place Job C, Job D, Job F, Job G......

...Job evaluation is defined as a systematic process of determining the relative worth of jobs in relation to other job in order to establish which jobs should be paid more than others within an organization (Snell & Bohlander, 2010). The goal of job evaluation is to achieve internal equity during the salary system formation. In other word, job evaluation means the process of objectively determining the relative worth of jobs within an organization. It involves a systematic study and analysis of job duties and requirements. The evaluation is based on a number of compensable factors. Job evaluation can measure the value of all jobs within an organization and produces a rank order ranging from entry level positions to the most senior positions within an organization. It provides a framework to administer pay. The purpose of job evaluation is to helps established internal equity between various jobs in which wage paid is equal to the value of the job. When establishing the worth of a position, issues of internal equity are considered. Internal equity is defined as fairness in the relationship of a job’s salary range when compared with the salary ranges of similar jobs within the organization. The salary range for a job is considered internally equitable if the salary is commensurate with responsibility level of the position. It is important that a job evaluation is felt to be fair by everyone in the organisation. Effective communication, ongoing consultation and transparency......

...Job Evaluation Exercise
1. Evaluate the jobs and prepare a job structure based on its evaluation. Assign titles to each job, and show your structure and title and job letter. (This organization places a major emphasis on the important role of teams.)
2. Describe the process you went through to arrive at the job structure. You should also be prepared to discuss the job evaluation techniques and compensable factors used and the reasons for selecting them.
3. Evaluate the job descriptions. What parts of them were most useful? How could they be improved?
4. Questions: does the job evaluation method used appear to affect the results? Do the compensable factors chosen affect the results? Does the process affect the results?
Job A
Kind of Work
Provide excellent customer service. Follow and comply with all applicable health and sanitation procedures. Prepare food items: sandwiches, slice deli meats and cheeses. Prepare items on station assignment list and as predetermined. Stock and rotate products, stock supplies and paper goods in a timely basis; keep all utensils stocked. Check dates on all products in stock to ensure freshness and rotate when necessary. Use waste sheets properly, as directed. Operate and sanitize all equipment in a safe and proper manner. Comply with and follow organizational safety procedures. Follow established Weights and Measures procedures. Answer the phone and pages to department quickly and with appropriate......

...Job Analysis
Title: Assistant Manager
Reports to:
Owner, Supervisor
Summary:
The assistant manager at Wagon Wheel will direct and supervise employees engaged in sales, inventory taking, or in performing services for customers. ‘This position will monitor sales activities to ensure that customers receive good service and quality goods. This manager will watch the inventory stock and reorder when inventory drops to a specified level. Hire, train, and evaluate the workers in sales or marketing departments, promoting or firing workers when appropriate.” (O*Net Online, 2010) This manager examines merchandise to ensure that it is correctly priced and that it functions as advertised. Enforce safety, health, and security rules like ensuring there isn’t any lead paint.
Work activities include dealing with complaints, settling disputes, and resolving conflicts in the workplace. Some tools used in this occupation include bar code reader equipment and security cameras. Some technology that the assistant manager uses at Wagon Wheel include calendar scheduling software and human resource software. “Normal daily tasks include planning budgets and authorizing payments and reviewing merchandise returns.” (O*Net Online, 2010) The most important daily task of the assistant manager at Wagon Wheel is assigning employees to specific duties.
Job Duties:
* Create schedules to ensure there is efficient staffing at all times.
* Report staff hours to the payroll department.
...

...Job evaluation is the process of systematically determining a relative internal value of a job in an organization. In all cases the idea is to evaluate the job, not the person doing it. Job evaluation is the process of determining the worth of one job in relation to that of the other jobs in a company so that a fair and equitable wage and salary system can be established. Below, there is a list of advantages and limitations of job evaluation method.
ADVANTAGES:
1. Job evaluation is a logical and an objective method of ranking jobs relatively to each other. It may thus help in removing inequities in existing wage structures and in maintaining sound and consistent wage differences in a plant or an industry.
2. The method replaces accidental factors occurring in less systematic procedures of wage bargaining by more impersonal and objective standards, thus establishing a clearer basis for negotiation.
3. The method may lead to greater uniformity in wage rates and simplify the process of wage administration.
4. Information collected in a process of job description and analysis can be used for improvement of selection, training, transfer and promotion, procedures on the basis of the comparative job requirement.
LIMITATIONS:
1. Though there are many ways of applying job evaluation in a flexible manner, rapid changes in technology and in the supply of and demand for particular skills, create problems of adjustment that may need further study.
2. When job evaluation......

...Job Evaluation Method:
The essence of compensation administration is job evaluation and the establishment of the pay structure. Let’s now turn our attention to the topic of job evaluation. By job evaluation we mean using the information in job analysis to systematically determine the value of each job in relation to all jobs within the organization. In short, job evaluation seeks to rank all the jobs in the organization and place them in a hierarchy that will reflect the relative worth of each. There are four general job evaluation methods.
Ranking method
The description of each job being evaluated and arrange the jobs in order according to their value to the company. This method requires a committee – typically composed of both management and employee representative – to arrange join a simple rank order from highest to lowest. No attempts are made to break down the jobs by specific weighted criteria. The committee members merely compare two jobs and judge which one is more important, or more difficult to perform. Then they compare the other job with the first two, and so on until all the jobs have been evaluated and ranked. The most obvious limitation to the ranking method is its sheer inability to be managed when there are a large number of jobs. Other drawbacks to be considered are the subjectivity of the method- there are no definite or consistent standards by which to justify the rankings- and the fact that because jobs are only ranked in terms of order, we have no......

...Job Evaluation at Whole Foods Market
Job Evaluation at Whole Foods Market
Deb France
HR 598 Compensation
DeVry University-Keller Graduate School of Management
Introduction
The goal of any company is to attract and retain employees who share their core values. Whole Foods Core Values include selling the highest quality natural and organic products, satisfying and delighting customers, supporting their Team Members (Whole Food Employees) happiness and growth, creating wealth through profits and growth, caring about the communities and our environment, creating win-win partnerships with their suppliers and promoting the health of their stakeholders through healthy eating education. I will take these core values and apply them to the job analysis and prepared job descriptions when determining the job structure at Whole Foods.
Evaluation of Jobs and Job Structure
In looking at the job descriptions provided in the case study, I was able to assign job titles in the following manner:
Job A- Prepared Foods Team Member
Job B- Customer Service Team Member
Job C- Prepared Foods Department Team Leader
Job D- Prepared Foods Supervisor
Job E- Dishwasher
Job F-Customer Service Front End Supervisor
Job G- Prepared Foods Associate Team Leader
Job H- Associate Store Team Leader
Job I-Grocery Retail Team Member
The job structure that I came up with put the above jobs into two categories: Managerial and Store Support. In the Managerial structure I would place Job C, Job D,...

...Five types of job evaluation:
1. Ranking: The relative value of jobs are determined by knowledgeable individuals. Provides no explicit basis for explaining why jobs are the way they are.
2. Classification or grading: The use of generic grade descriptions for various classes of jobs to assign pay grades to specific jobs.
3. Factor comparison: Assigns pay levels to jobs based on the extent to which they embody various factors.
4. Statistical/policy capturing: Combines use of statistical methods and job questionnaires to derive job values based on prevailing external or internal pay rates.
5. The Point method: Establishes job values by the application of points to each job, based on compensable factors.
Organizations need to ask 5 main questions before setting up a job evaluation process:
1. Who conducts job evaluations?
2. How should the process be communicated?
3. How should the job evaluation results be applied?
4. What appeal/review mechanisms have been or need to be established?
5. How should job evaluations be updated?
Updating Job Evaluations:
1. The job itself has changed significantly
2. The company’s strategy has changed
3. There are signs that the job evaluation system is no longer working
4. Legislative conditions require it.
Pay Equity Steps:
1. Determine what rules apply
2. Identify female and male job classes
3. Establish body of conduct pay equity
4. Select a gender-neutral job......

...Answer 3
Geneva could obtain a salary increase through broad banding. Broad banding refers to the collapsing of job clusters or tiers of positions into a few wide bands to manage career growth and deliver pay (World at Work. This important tool allows an organization to establish a job worth ranking system and provide maximum rate of pay limitations for each job through pay structures. Geneva’s position could be compressed into another pay band with a higher maximum rate of compensation. Such a task should prove less difficult for a secretary’s role. Geneva could be cross trained for another position and develop a more comprehensive base of workforce skills. This analysis will also show how internal equity and external competitiveness are achieved. Keith was correct in his assertion that personalities could not be considered. Bob and Rita were about to overstep their authority and perform a job analysis that was better left to Geneva’s immediate supervisor. Keith’s insistence that the secretary job be evaluated rather than Geneva Hayes was in alignment with the true purpose of a job evaluation.
Answer 4
The job evaluation process emphasizes focus on the specifics of a position. p. Assume Geneva is earning the maximum of the range for her pay grade and Leeper’s policy is that a salary increase cannot be given if it will cause an employee’s salary to be above the maximum of the range. Within range promotions allow for Geneva to have a higher level of responsibility and......

...Resource Management
Compensation and Benefits HRM541
Supervision by: Dr. Padmakumar Ram
Saad AbuRiyah 1302487
Fall 2013
Your Turn; Job Evaluation at Whole Foods; 153
Whole Foods Market, Inc.
Who are we? Well, we seek out the finest natural and
organic foods available, maintain the strictest quality
standards in the industry, and have an unshakeable
commitment to sustainable agriculture. Whole Foods Market
has more than 350 retail and non-retail locations in the US,
Canada and UK.
Core Values
Selling The Highest Quality Natural And Organic Products
Satisfying And Delighting
Customers
Supporting Team Members Excellence And Happiness
Creating Wealth Through Profits And Growth
Serve And Support Local And
Global Communities
Practice And Advance Environmental Stewardship
Create
Ongoing Win-Win Partnerships With Our Suppliers
Promote The Health Of Our
Stakeholders Through Healthy Eating Education
Job Structure is a layout that defines what a particular career entails. The structure has
well defined job descriptions of a particular job, responsibilities, qualifications, and
salary structure and performance matrix.
Job Evaluation is a formal and systematic approach to analyzing jobs and categorizing
them in regard to their relative worth in an organization.
Job Evaluation Methods
Ranking: simply orders the job description from highest to lowest based on a global
definition of relative value or contribution to the organization's......

...JOB A
Kind of Work – Provide excellent customer service. Follow and comply with all applicable health and sanitation procedures. Prepare food items: sandwiches slice deli meats and cheeses. Prepare items on station assignment list and as predetermined. Stock and rotate products, stock supplies an paper goods in a timely basis; keep all utensils stocked. Check dates on all products in stock to ensure freshness and rotate when necessary. Use waste sheets properly, as directed. Operate and sanitize all equipment in a safe an proper manner. Comply with and follow Whole Foods Sa follow Safety Procedures. Follow established Weights and Measures procedures (tares). Answer the phone and pages to department quickly and with appropriate phone etiquette. Practice proper use of knives, slicer, trash compactor, baler (must be 18 years of age or older), and all other equipment used during food preparation and cleanup. Perform other duties as assigned, and follow through on supervisor request in a timely manner.
Requirements – Some deli experience preferred; clear and effective communicator; patient and enjoys working and mentoring people; ability to perform physical requirements of position; ability to learn proper use of knives, slicer, baler and all other equipment used during food preparation and cleanup; ability to work well with others as a team; knowledge of all relevant Whole Foods Market policies and standards; understands and can communicate quality goals to customers.
JOB B
...

...
Job Evaluation Exercise
1. Evaluate the jobs and prepare a job structure based on its evaluation. Assign titles to each job, and show your structure and title and job letter. (This organization places a major emphasis on the important role of teams.)
2. Describe the process you went through to arrive at the job structure. You should also be prepared to discuss the job evaluation techniques and compensable factors used and the reasons for selecting them.
3. Evaluate the job descriptions. What parts of them were most useful? How could they be improved?
4. Questions: does the job evaluation method used appear to affect the results? Do the compensable factors chosen affect the results? Does the process affect the results? How?
Job A
Kind of Work
Provide excellent customer service. Follow and comply with all applicable health and sanitation procedures. Prepare food items: sandwiches, slice deli meats and cheeses. Prepare items on station assignment list and as predetermined. Stock and rotate products, stock supplies and paper goods in a timely basis; keep all utensils stocked. Check dates on all products in stock to ensure freshness and rotate when necessary. Use waste sheets properly, as directed. Operate and sanitize all equipment in a safe and proper manner. Comply with and follow organizational safety procedures. Follow established Weights and Measures procedures. Answer the phone and pages to department quickly and with appropriate phone......

...JOB EVALUATION: PROCESSES AND PROCEDURES
1. INTRODUCTION 1.1. The purpose of this document is to lay down the guidelines, processes and procedures to be followed during job evaluations sessions. An attempt has been made not to re-design the job evaluation system (Peromnes System) currently applied by the University of South Africa, but to explain how the system works in a more understandable manner. General job evaluation concepts will be explained over and above the Peromnes concepts. This document should not be treated as a manual but merely as a guide to the job evaluation process and will be subject to review from time to time.
1.2.
1.3.
1.4.
2.
OBJECTIVES/PURPOSES OF JOB EVALUATION 2.1 Primary Aim Job evaluation determines (measures) the “intrinsic” worth of jobs, based on systematic assessment of the degree of complexity of job content and requirements, and to do this independently of any pre-conceived standards of remuneration and without regard to the qualities and performance of the actual incumbents who perform the jobs. 2.2. Secondary Aim 2.1.1. Job evaluation relates jobs to each other in terms of their intrinsic worth, and hence to determine relative complexities of different jobs and a rational job structure within an organisation. Job evaluation provides a rational basis for equitable remuneration (pay and benefits) within an organisation, so that defensible rates of remuneration may be assigned to jobs themselves and to the individuals who......